Fig-HR

We have been talking to our clients about the new duty which came into affect from 26 October 2024. So what does it mean and how can we ensure our employees are aware and feel safe to disclose or report? We Clear Policies and procedures A formal policy won’t change culture on its own but it’s still important to have written policies and guidance. These should define sexual harassment, give examples of what it is and outline everyone’s responsibilities for preventing and tackling it. These can be used to promote the organisation’s commitment and practices to prevent and educate the workforce about sexual harassment. Given its sensitive and potentially complex nature, organisations may wish to consider dealing with harassment under a separate procedure. Implementation of specific Training and development: There should be regular training sessions for all staff so that they understand what sexual harassment is and their role in preventing/addressing it. We would advise annual mandatory training plus additional lunch & learn training throughout the year. Need support, we can provide your business tailored training & policy & procedure to meet the requirements of the new legislation. Supporting your business one FiG at a time #teamFIG #HR #Compliance #Sexualharrassment

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The ‘Right to Disconnect’ is something the government is gearing towards as part of its ‘Making Work Pay’. 

Although this may not form its own legislation, it quite possibly will become a code of practice through ACAS which may see breaches result in uplifts in compensation awards.   We are talking to our retained clients about this and other employment law updates that may affect them, would you benefit from receiving those updates?  If so let’s connect. Empowering your business, one fig at a time

The ‘Right to Disconnect’ is something the government is gearing towards as part of its ‘Making Work Pay’. 

Although this may not form its own legislation, it quite possibly will become a code of practice through ACAS which may see breaches result in uplifts in compensation awards.   We are talking to our retained clients about this and other employment law updates that may affect them, would you benefit from receiving those updates?  If so let’s connect. Empowering your business, one fig at a time

We had been working with our client as their sounding board to their inhouse HR Manager & advising the board which was great at a strategic level. The HR Manager left and moved on to grow their career, in the interim we stepped in with our team to continue supporting the whole company whilst we recruited a replacement HR manager. This lasted 6 months & we really did get to know the business. ⭐️provided full HR Administration ⭐️ became their recruiter (14 posts over. 6 months as part of their growth) ⭐️ refreshed all policies & processes ⭐️go to for all employees We did it - HR Manager recruited & a 3 month handover completed, at which point we carried on supporting the client & HR Manager advising on employment law at a board level and recruitment administration. As an outsourced HR Consultancy we support businesses and tailor our packages to what the clients needs are at the time, we are flexible, we listen & we care about our clients and how we can help them GROW. From a business with less than 10 staff to a established business with 100 + employees we flex with your business. Thank you to our amazing clients for trusting us. #hrsupport #testimonial #employmentlaw

Receiving feedback from clients is essential to improving our services, so we just love it when our team are recognised in the course of their work. Well done Ashleigh Salt #teamfig #recognition #hrsupport #client-testimonials

Effective remote work starts with staying organised. A tidy workspace equals a tidy mind. See our tips below on how to work from home effectively 📅🗂️ #RemoteWorkTips

We work remotely & get to work on our clients sites which gives us flexibility & reduces overheads so we pass on those savings to our clients. Today was team FIG day meeting at Allia Future Business Centre Peterborough so what did we do? ✅ spent valuable time together as a team ✅ laughed a lot. it’s important to see the funny side of HR ✅ spent time refining our processes, very cathartic ✅ lunch date oooh those jacket spuds were yum ✅ caught up on life ✅ feels great love my team ❤️ No photos taken because we enjoyed the time spent together rather than a opportunity for social proof…. Maybe we should have but hey it’s no biggie. What I love about our in person get togethers is we connect so naturally as a team of HR professionals but also we like each other a lot & have fun. Our clients love the personal touch which we bring & become part of their team. Tomorrow client site plus Cambridge for a fab 1-2-1 next week another crazy mix but we love it #team #fighr #hrsupport #smallbusiness

We have been busy sharing knowledge, tips & advising SME’s around the potential changes in Employment Rights Bill 2024. Ashleigh Salt presented to a room full of businesses last night at BNI AMETHYST St Neots at Brampton Golf Club Need more info or would like us to conduct a HR Audit then do get in touch. Email: flex@fig-hr.com Phone: 01223 944 818 #employmentlaw #hrsupport

In our experience calculating holidays can be a minefield for employers and more so when it’s a part-time employee, but it needn’t be. Try out the simple calculation & let us know how you get on. We are here to support you and take away the emotion of holiday calculations #hrsupport